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Join the Charlotte Area
Liaison Group!

If you aren't in the Charlotte Metro, but looking for an ILG, look no further! We now offer a hybrid option for all our in-person meetings!

2024 NILG conference logo, has a rocket, and the words Explore, Enable, Evolve

The NILG 2024 National Conference will be held July 29 - August 1, 2024.

The Charlotte Area Liaison Group (CALG) is dedicated to fighting discrimination in all of its forms. It’s the core mission of our members.

CALG joins the world in unity and support against social injustice and systemic racism. 

The senseless murder of Black African American male, George Floyd by a white Minneapolis police officer has sparked recent social justice/Black Lives Matter movement protest across America. Many corporate CEO’s have issued statements calling for justice for all and have started the dialogue on systemic racism against Blacks/African Americans.

Now is not the time to tip toe around the sensitive topic of systemic racism against Blacks/African Americans in today’s world. Let’s not allow the conversations to be derailed by any other topics. We must stay focused!  A call to action is needed from each and every one of us. As leaders in the Affirmative Action community and in your companies and local communities, how do you plan to show up and support equality for all? As your CALG president, I plan to partner with Mecklenburg County, North Carolina Secretary of State, Governor and other political officials in efforts to help make the necessary change to rid racial injustice against Blacks/African Americans. I plan to continue the dialogue and meet as often as needed to help make progress towards equality for all. Many of you have listed or even included/uttered phrases/words in your resumes/interviews such as “I’m a problem solver”, “I’m a team player”, "I’m strategic", "I’m a BIG picture thinker.” All of these positive traits and more are needed NOW to help make a 400 years long overdue change to rid the world of social injustice and systemic racism against Blacks/African Americans!  

I’d like to share a quote from Harriett Tubman: “Every great dream begins with a dreamer. Always remember, you have within you the strength, the patience, and the passion to reach the stars to change the world.”

How do you plan to become involved?  Let’s be a part of impacting change and not just merely existing on mute saying and doing nothing during change.

Julie O’Hara-Harvey

CALG Past President


“The Charlotte Area Liaison Group is dedicated to fighting discrimination in all of its forms. It’s the core mission of our members. We are proud to host our membership in Charlotte in 2016, a city that has shown it too is at the forefront of fighting discrimination.”

What Federal Contractors Can Expect

OFCCP recently published “What Federal Contractors Can Expect” to formalize expectations for interactions between OFCCP and companies doing business with the federal government, federal contractors and subcontractors. Among other things, the agency recommitted to timely and efficient progress of compliance evaluations, reasonable opportunities to discuss compliance evaluation concerns, and opportunities to provide meaningful feedback on the quality of the agency’s compliance assistance offerings.

Learn more about all of the things contractors can expect here.


OFCCP updates FAQs on new VEVRAA and 
Section 503 Final Rules

OFCCP has updated the Frequently Asked Questions (FAQs) regarding Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act (Section 503) Final Rules.  The new FAQs address questions the OFCCP has received regarding the implementation of the new rules.


A few of the new FAQs include:


1. May contractor satisfy the EEO tagline requirement by abbreviating "disability" and "protected veteran status" as "D" and "V", respectively?

Contractors may refer to those protected by Section 503 or VEVRAA by abbreviation, but such abbreviations must be commonly understood by those seeking employment. Simply using "D" and "V" are not adequate abbreviations for this reason. For those protected by Section 503 or VEVRAA, the tagline should at a minimum state "disability" and "vet" so that the tagline will be clearly understood by jobseekers.

2. The data collection requirements in section 60-300.44(k)(2) of the Final Rule require contractors to document "the total number of job openings and total number of jobs filled." Does the "total number of openings" refer to the number of requisitions or job vacancy announcements, or to the number of individual open positions referenced in the requisitions or announcements?


The total number of job openings refers to the number of individual positions advertised as open in a job vacancy announcement or requisition. For example, if one job vacancy announcement or requisition includes 5 open positions and results in 4 hires, the contractor would document this as 5 job openings and 4 jobs filled. 


Use the links below to view the complete FAQs:  


The VEVRAA FAQs are available at


The Section 503 FAQs are available at


Upcoming events


Being a member of CALG gives me an opportunity to stay up-to-date with AAP requirements and trends, and to hear valuable information from experts in the field. With this information I can better assist my clients in complying with OFCCP guidelines and requirements. CALG also enables me to communicate with other HR professionals concerning ideas for enhancing Affirmative Action processes and procedures.

Gale L Staff, John B. Kuhn and Associates

The benefits of my company being a member of CALG is, “I learn from a group of highly skilled professionals the real issues that are confronting employers trying to meet the regulatory requirements associated with conducting business as a government contractor. "

Scott Thomas, Time Warner Cable

I became a member of the CALG because at the time I joined as a generalist I knew very little about the details of affirmative action. The CALG provided an organization that included many senior HR professionals who had many years of experience with affirmative action, who knew the details of the regulations, and who were willing to share their knowledge. In addition, CALG provided a opportunity to discuss regulatory issues directly with employees of OFCCP who were always willing to discuss and explain regulations.

David P. Thomas, BB&T

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